Seyfarth recently hosted a webinar entitled Asia-Pacific Reductions in Force: Ten Things to Look Out for, addressing the practical issues employers should be aware of when restructuring in APAC. We shared examples across a variety of countries in the region, including Australia, Hong Kong, India, Indonesia, Japan, Korea, Malaysia, the People’s Republic of China

Already stretched HR, ER, WHS and Legal teams are about to confront a (seemingly) never-ending stream of law changes that will require cross-team collaboration to operationalise.

At a time when there are already broader economic and market challenges for businesses, leading employers will need to have sufficient resourcing and planning to confront the

Global reductions in force (RIFs) continue to be a hot topic on multinational employers’ minds in 2023. In February, Seyfarth’s specialist International Employment Law team covered the top ten things to look out for when doing RIFs in Europe. Next up in our series, our team of experts will tackle the Asia Pacific region, where

Many in our readership will have embarked (or are embarking) upon a compliance audit of workplace entitlements. Anyone who has done so will appreciate the difficulties associated with what becomes a massive and complex task. The future will see monthly pay reviews as a matter of course rather than large and costly remediation processes.

Indeed

We have psychosocial risks, of which sexual harassment is one of the most common hazards. We have a new positive duty to prevent sexual harassment at a federal level that we discussed in our previous blog. The duties are at least similar: “So far as is reasonably practicable’’ under health and safety law and

The arrival of a four-day workweek (where staff work fewer hours with no loss of pay) is a hot topic for employers in Australia and overseas. Employees generally see this work arrangement as a viable way to maintain a work/life balance, whilst employers are keen to retain talent through innovative arrangements that keep them

Gone are the days when workplace safety belongs only in factories and mines. In 2023 criminal charges can and will be brought in relation to hazards and their associated risks that traverse every industry, every workplace and cannot be seen by the naked eye. Caution signs will not “cut the mustard”.

Born originally from the

This year, the campaign theme for International Women’s Day is #EmbraceEquity. This theme encourages people to acknowledge and understand that providing equal opportunities is not enough to achieve inclusivity. This is because equality-based solutions assume a level playing field––the same resources are allocated to all, disregarding the fact that those at a disadvantage will remain

Employers around Australia will need to review and centralise sexual harassment prevention initiatives in light of the new duty in the Sex Discrimination Act 1984 to take “reasonable and proportionate” measures to prevent sexual harassment.

The nature and extent of this positive duty will be the subject of much legal argument. But what is clear

This is The Australian’s 8 December 2022 headline. It reflects the result of its 2022 CEO Survey. We’re not surprised. It echoes the observation made in our previous blog about the new laws getting much C-suite interest.

This interest, and those concerns, stem from the likely shift away from enterprise bargaining and towards terms and